Recruiting Strategies and Technology at

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• Recruiting Strategies and Technology at
• Don Darrah, Vice President, Resume Mirror
• Charles Fusco, HRIS Development Manager, McKesson
• Kathi Seifert, Talent Program Manager, McKesson

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What Well Cover

• Introduction
• Who is Resume Mirror
• What is EAM
• McKessons Talent Acquisition System
  Implementation
• Business Perspective
• Technical Overview
• EAM Solution Deployment at McKesson
• Applicant Use
• Recruiter Use
• Other Applications
• Results Achieved
• McKessons Road Ahead
• Technical Solution
• Lessons Learned
• The Road Ahead
• Resume Mirrors Road Ahead
• Lessons Learned
• The Road Ahead
• Wrap-up and Q A

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Who is Resume Mirror and EAM
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Who is Resume Mirror?

• Founded in 1999, Corporate Offices Vancouver,
  Canada
• Developers of innovative recruiting tools since
  1991
• Core Purpose
• Package deep, specialized functionality as easy
  to deploy components that provide a functional
  boost for staffing, HR and recruiting
  applications.
• Compelling Proposition
• Enable our Clients the ability to further
  "leverage" the value of their investment with
  tools that enhance the recruiting process.

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What is EAM?

• Hosted service
• Extracts resume data and converts unstructured
  data into a structured, manageable HR-XML data
  file for creation of applicant record into any
  backend database
• Interfaces with Oracle Recruiting Solutions
• Flexible deployment options
• Hosted, Local
• Supports any applicant submission online,
  email, paper and fax
• Recruiter tools to enhance productivity
• MS Office Add-in interfaces
• Customer Account Manager for workflow
  configurations and source reporting

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ResumeMirrors - EAM Product Suite

• Data Management Integration
• EAM for Oracle / PeopleSoft eRecruit 8.8,
  Candidate Gateway (8.9)
• EAM for Oracle iRecruitment
• EAM for JD Edwards
• MS Office 2003 Plug-Ins for Outlook, Word and IE
  (Nov.)
• Service Bureau for Paper, Fax and Image
  Processing

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McKesson Talent Acquisition System
ImplementationBusiness Perspective
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EAM Solution Deployment at McKesson What we will
talk about
Add-ins
Recruiter(Desktop)
Email sent directly to the recruiter
Confirmation Review Fields
Verified Data
Web Forms www.mckesson.com McKesson
intranet e-mail
Customer Account Manager Web services
Extracted Resume Data
Email, web forms
Auto-reply
Recruiting System
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Who is McKesson

• McKesson empowers healthcare
• Three business segments
• Supply Solutions (distribution businesses)
• Health Solutions (solutions for payors and
  providers)
• Information Technology (specialized for
  healthcare)
• 25,000 employees, mostly U.S. based
• Fortune 16, over 80 billion revenue
• Grown through mergers and acquisitions
• Diverse job profiles (from nurses to IT
  professionals, pharmacists and doctors to
  warehouse workers and drivers)
• Varying degrees of access to and preparedness for
  technology in employee and applicant population

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McKesson A 360o View of Healthcare
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McKessons Talent Acquisition System
Implementation
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Highlights of McKessons Enhancements

• Accessible
• Requisition and offer approval via email or
  BlackBerry to support remote managers
• Easy to Use
• Automatic approval routing based on defined
  criteria (business unit, location, position type
  etc.)
• Re-send approval emails from system
• Online help documents to support business process
  
• Custom offer letter
• Efficient - Less Clicks
• On-demand emails with pre-defined text blocks
• Forward resumes directly from system
• Disposition candidate directly from resume/ group
  disposition
• Group disposition of candidates
• Reference specific requisition and referral
  source through EAM

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Results Achieved

• In 7 months since go-live
• 150,000 external applicants with 300,000
  applications (2,200 hired)
• 2,400 employees applied with 4,000 applications
  (800 transferred)
• 3,200 online employee referrals received (320
  hired)
• 6,500 requisitions created
• 78 of requisitions created by managers
• Requisition creation significantly simplified
• 3,500 requisitions filled
• Data entry for hire reduced by 85 (45 to 7
  fields)

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McKesson Talent Acquisition System
ImplementationTechnical Overview
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McKesson IT Team

• Human Resource Information Systems (HRIS)
• Uses an in-house, self sufficient team to lead
  projects and develop technology strategy
• Development is augmented by individual
  contractors
• Duties are divided by Development, Quality
  Assurance, and Production Support
• Additional Functions supported outside HRIS such
  as Security, Database Administration, Unix and
  Windows Administration, Desktop Support, and
  networking

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What is our Project Methodology?
Purpose Utilize Best Practices to increase
efficiency and accuracy when implementing new
technologies at McKesson
Phases
Analysis
Design
Development
Testing
Transition to Production
Post Go Live
Proof of Concept (POC)
Using the system requirements, define the
functionality of the system both functional and
technical
Complete programming, unit testing, develop
training materials and curriculum, and related
documentation
Determine the systems readiness for
implementation 200 Testers
Define the requirements of the system, create
definition of system for user approval / sign-off
Implement application, go-live
Ensure production support is successful and user
requirements continue to be met
Using a mock up of the system that will allow end
users to provide feedback on the user
interface. 300 Participants
Deliverables

• Project Scope
• Cost Benefit Analysis
• Project Plan

• Test Plans Cases
• Technical Design
• Develop Training materials
• Develop Change Management / Comms Plan

• POC Sessions
• Adjust Design

• Risk/ Contingency Plan
• Roll-Out / Go-Live
• Readiness Checklist
• User Training Events

• Continued Training / Education
• Updating Procedures, Policies, Best Practices
• Celebration of Success!
• EPEC

• System Test (ST)
• User Acceptance Test (UAT)
• Performance Testing
• Conversion Process / validation
• Change Management Comms

• Fit Gap Analysis
• Functional Design
• Business Requirements
• Workflow Specification

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Architecture Overview
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Why we selected this model

• Industry Best Practices and existing recruiting
  solutions
• PeopleSoft was already our overall integrated
  solution for HR applications
• PeopleSoft allows flexibility to align system
  with business process
• Looking to future evolution of recruiting
  solutions and supporting products
• Allows niche vendors to specialize in certain
  functions such as resume processing and job board
  aggregation
• Existing in-house support and self sufficient
  development

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EAM Solution Deployment at McKesson
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Lets see it in action
Add-ins
Recruiter(Desktop)
Email sent directly to the recruiter
Confirmation Review Fields
Verified Data
Web Forms www.mckesson.com McKesson
intranet e-mail
Customer Account Manager Web services
Extracted Resume Data
Email, web forms
Auto-reply
Recruiting System
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Applicant Applies Online

• Features
• Easy way for internal and external job seekers to
  upload their resume
• Easy way for employees to upload a friends
  resume for employee referral
• Provide alternate ability to create resume in
  system if none available (for non-professional
  population)
• Resume upload feature streamlines and simplifies
  candidate experience in applying for positions

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Recruiter Use of Office Add-Ins

• Features
• Ability for recruiter to upload resume from email
  or Word document in exception cases (e.g.
  executives who dont apply online) or when found
  in an outside resume database
• Ability to tie resume directly to requisition
  when uploading
• Retain original format of resume
• Ability to forward resume to hiring manager (in
  original format)

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Other Applications for Applicants and Recruiters

• Applicants apply via email
• Applicants with low connectivity or issues
  applying online can send an email with their
  resume attachment to jobs_at_mckesson.com to apply
  (to McKesson in general or to a specific job)
• Recruiters use web mining to find additional
  talent
• Seamless integration of web mining tool with
  McKessons Talent Acquisition system through EAM
• Candidates found on web sent to EAM
• Resume parsed into PeopleSoft and attached to
  requisition
• Third parties provide recruiting services for
  McKesson
• Applicants sourced by third party recruiter sent
  to EAM
• Resume parsed into PeopleSoft and attached to
  requisition
• Source code identifies who provided resume
• Third party who provided final candidates gets
  hire fee

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EAM Results Achieved

• Applications Received to Date Through EAM
• 150,000 external applicants (300,000
  applications)
• More than 75 through EAM (225,000 resumes
  processed)
• Only 10 resumes not recognizable by EAM
• Recruiters Use of the Plug-Ins
• Deployed to 100 recruiter desktops
• Outlook and Word Add-In increases recruiter
  efficiency
• EAM Support Cases and Resolution
• 60 Support Cases Submitted 54 completed 6
  Pending new release
• Average Time to Resolve Median days at 1 day
• Change Management and Training
• EAM self explanatory
• No training needed
• Other Results
• Increase of talent pool
• Easier to apply
• Alternate ways to apply (email to
  jobs_at_mckesson.com)

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McKessons Road Ahead
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EAM Technical Overview
Add-ins
Recruiter(Desktop)
Email sent directly to the recruiter
Confirmation Review Fields
Verified Data
Web Forms www.mckesson.com McKesson
intranet e-mail
Customer Account Manager Web services
Extracted Resume Data
Email, web forms
Auto-reply
Recruiting System

• Virus Safety
• Recognizes 80 formats
• Defined Fields via Configuration
• Keep original format of resume

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Lessons Learned

• Involve users to design intuitive system
• Training can only go so far system should be
  easy to use
• Investment early on (e.g. POC) paid off with an
  intuitive system
• Solid preparation and project planning pays off
• With ResumeMirror, planning and preparation
  started early
• Detailed testing is critical to success
• Detailed cut over plan is key
• Work with partner to adjust implementation
  planning
• ResumeMirror worked with McKesson to provide
  adequate project management to support large
  scale implementation
• The power of integration
• Integrated system ensures data consistency and
  reporting abilities
• Prepare support team early
• McKesson prepared in-house and external support
  model early before implementation support is
  adequate for all user groups
• EAM technology has Wow factor
• Demos to executives
• Continuous feedback from recruiters

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The Road Ahead

• Integration with other applications
• DDI/ TS Access for behavioral interviewing
• PeopleClick for EEO reporting
• Sirva for relocation
• Bring on additional business units
• Newly acquired businesses
• Continuous improvement
• Recruiter efficiency improvements based on
  feedback
• Manager and applicant improvements based on
  feedback
• Dashboard and advanced reporting
• Retention and headcount reporting
• Trending analysis
• Workforce planning
• Use of ResumeMirror for other systems
• Talent Management (high potential development)
  system work experience, licenses, languages

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Our Key Messages to You

• Usability is critical
• Continuous improvement
• Teamwork within company and partners

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Resume Mirrors Road Ahead
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Resume Mirror Lessons Learned

• Continue to Hear Our Customer
• Listening to our customer enabled us to improve
  our project management communications and
  processes with large enterprise projects
• Results in capabilities all EAM clients can
  utilize
• Formal Design of Enhancement Requests
• Working with McKesson on formal design
  specifications of enhancements ensured
  deliverables within timelines
• Project Timelines and Budgeting
• Importance of continued communication of
  outstanding issues and time allocated to project
  budget

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EAM 2.0

• Microsoft Office Extension Internet Explorer
  Add-in
• Business perspective - Recruiters and Sourcing
  Staff mining the internet for candidates
• Expected Outcome 3-clicks to get potential
  applicants into the talent pool from internet
  mining activities
• EAM CVScan and Manual Verify for In-house
  Hardcopy Resume/Application Processing
• Business perspective organizations still
  receive paper based resumes and applications that
  need to be effectively and efficiently processed
  into the talent pool
• Expected Outcome minimize data entry required
  to get paper based documents into the talent pool
  by leveraging scanning, OCR and parsing
  capabilities provided with CVScan and Manual
  Verify
• Source Reporting Improvements
• Business perspective Organizations need to
  understand from where their applicant flow is
  coming
• Expected Outcome hard copy processing whether
  through the EAM service bureau or its new
  in-house paper processing is now reported on as
  an additional source

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Microsoft IE plug-in (NEW!)
Internet Job Board
With the ResumeMirror Internet Explorer Add-in, a
Recruiter can send a resume to PeopleSoft in just
3 simple steps Step 1 Find a resume. Step 2
Click EAM button Step 3 Review and Submit -
Select Requisition - Select Source - Select
Disposition
Did you finally find the perfect Candidate on the
Internet? Send it to PeopleSoft NOW! with the
click of one button.
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EAM CVScan and Manual Verifyto keep processing
in-house (NEW!)

• Resume Editor Toolbar
• Resume Editor Text Window
• Displays the text of the resume to be processed.
  Text is verified and can be edited in this
  window as needed. 
• Resume Editor Image Window
• For scanned and faxed resumes, displays the area
  of the image containing the text in question to
  streamline any editing. 
• Web Interface to your database
• Allows direct interaction to populate candidate
  database

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Wrap-up and Questions and Answers

• Questions?
• EAM Resume Mirror
• 925-275-6830
• ddarrah_at_resumemirror.com